Company details

HEADCOUNT

1-24

ORG TYPE

Startup

SECTOR

Education & Learning

WEBSITE

https://www.jackandjill.ai

About the company

Jack & Jill is an AI recruitment startup building two conversational agents: “Jack” for jobseekers and “Jill” for employers. The platform positions itself as a voice-first way to match people to roles, help with interview prep, and make warm introductions to hiring teams. Public funding coverage says Jack & Jill raised a $20M seed round led by Creandum in October 2025. The company’s own site also markets “Career Coach Mode” features like salary benchmarking, mock interviews, and negotiation practice.

Locations and presence

Jack & Jill is London-based with an active push into San Francisco and US hiring. Public headcount signals conflict across sources, so the score is based on the most consistent “small team” indicators rather than a single directory estimate.

Palpable Score

47.3

/ 100

Jack & Jill pays well and is unusually explicit about total compensation for senior “founding” hires, but early-career entry points are largely absent. The hiring experience is legible for the roles that are posted, yet the company’s public track record on junior progression and retention is still too thin to score highly.

Pillar 1: Early-career access

Score

4.3

/ 20

The company’s advertised roles are “Founding” hires (engineering, product design, launch), which are not realistic entry points for 0–3 year candidates.
Jack & Jill lists compensation at levels that align to senior hiring, rather than junior or graduate bands.
The company does not publish internships, apprenticeships, or “Junior/Associate” roles on the main careers surface, which sharply limits early-career access.

Pillar 2: Hiring fairness and transparency

Score

12.0

/ 20

The company lays out a concrete application flow in at least one public role page, including a short intro call, a technical interview, and an in-person team meeting.
Jack & Jill makes “chat to Jack” a required step in parts of the application journey, which is transparent but adds friction for candidates who want a standard ATS flow.
The company publishes compensation prominently for some roles, but does not consistently publish full interview timelines, assessment length, or evaluation criteria across every listing.

Pillar 3: Learning and support

Score

9.0

/ 20

The company sells roles as working closely with the CTO and founding team, which can be strong day-to-day learning for someone already operating at mid-to-senior level.
Jack & Jill does not publish onboarding plans, mentoring commitments, or review cadence that an early-career hire could rely on before joining.
The company’s public role pages focus more on pace and high-bar expectations than on structured coaching or ramp plans.

Pillar 4: Pay fairness and stability

Score

15.7

/ 20

The company publishes very high total compensation figures for founding roles and explicitly lets hires choose a cash-equity split.
Jack & Jill lists practical benefits in at least one public role page, including private health insurance, equipment, and paid meals when working late.
The company’s pay transparency is strong for founding roles but not presented as a consistent, role-by-role salary-range policy across the wider org.

Pillar 5: Early-career outcomes

Score

6.3

/ 20

The company has no robust, independently verifiable record yet of early-career promotions, time-to-progression, or 12–24 month retention patterns.
Jack & Jill has strong company-level momentum signals via the seed round and stated London-to-San Francisco expansion, but those are not employee outcome metrics.
The company’s LinkedIn footprint suggests rapid team growth, but public sources still don’t show repeat junior cohorts or clear junior-to-mid career trajectories.